2018 Gender Diversity Study

Transcription

1 2018 Gender Diversity Study

2 PESA Gender Diversity Study Overview Pioneering study to establish a baseline of gender diversity within our sector Surveyed 35+ companies to collect data on 250,000 working men and women Analyzed published data regarding workforce issues related to gender diversity

3 GENDER DIVERSITY MATTERS Oil & Gas and its service and supply sector continue to lag in unlocking the potential of women

4 Companies that commit to diversity have been shown to perform better 48% of companies in the US with more diversity at senior management level improved their market share the previous year, while only 33% companies with less diverse management reported similar growth Center for Talent Innovation Companies with at least 30% female leaders end up raking-in 6% higher net margins The Peterson Institute for International Economics Companies with a higher percentage of women in executive positions have a 34% higher total return to shareholders than those that do not. Catalyst.org Morgan Stanley, World Economic Forum How Gender Diversity Enhances Society 2018

5 Oil & Gas, in general, can seek to take advantage of the full benefits of gender diversity Women Men 47% 53% 15% 85% 16% 84% Overall Workforce (US) Oil & Gas (US) Service, Manufacturing, and Supply (US) Overall and Oil and Gas Workforce: Department of Labor Statistics, Oil & Gas related industries (oil and gas extraction, petroleum refining, pipeline transportation, construction, and mining and oil and gas field machinery manufacturing) Gender Diversity Study 2018, prepared for PESA by Accenture

6 The challenge of promoting diversity intensifies when examining technical career ladders Women in our Sector by Job Discipline Total Technical Operating Functions 36% 8% 92% 16% 64% Total Support Functions 31% 69% Support Functions Technical Operating Functions Women Men Gender Diversity Study 2018, prepared for PESA by Accenture

7 and promotion into leadership positions 80% of respondents cite women represent Emerging & Senior Leaders (first-line and middle/upper management) Support Functions Technical Operating Functions 33% of leadership ranks 12% of leadership ranks Gender Diversity Study 2018, prepared for PESA by Accenture Top Leaders (highest ranking executives) 21% of executive leadership ranks 7% of executive leadership ranks

8 DRIVER #1 DRIVER #2 DRIVER #3 Recognition and awareness that gender diversity matters Oil & Gas is a male dominated industry? 72% AGREE 13% DISAGREE 10% NEITHER 5% DON T KNOW Overall, how important do you think it is that the Oil & Gas industry ensures it is an attractive employment sector for women? 51% IMPORTANT 21% NOT IMPORTANT 26% NEITHER BP Rig Zone 2013 Diversity & Inclusion Report (nine out of ten survey respondents were male)

9 DRIVER #1 DRIVER #2 DRIVER #3 Recruiting female talent lags our ambitions Among PESA sector companies 15% of entry-level hires are women 18% of experienced hires are women Gender Diversity Study 2018, prepared for PESA by Accenture USA Employee Figures for 2017 shown

10 DRIVER #1 DRIVER #2 DRIVER #3 Limited efforts are made to understand why women are leaving and how retention and advancement can be improved 51% of respondents do not track the drivers of voluntary outflow of women Lack of flexible work programs (Work/Life Balance) Perception of better career prospects elsewhere Lack of advocacy and sponsorship Gender Diversity Study 2018, prepared for PESA by Accenture

11 To make step changes We can start with a focus on proven factors to advance women into greater leadership positions 01 BOLD LEADERSHIP Diverse leadership team that sets, shares and measures equality targets openly. When exposed to working environments where factors are more common: COMPREHENSIVE ACTION Policies and practices that are family-friendly, support both genders and are bias-free in attracting and retaining people. EMPOWERING ENVIRONMENT One that trusts employees, respects individuals and offers freedom to be creative and to train and work flexibly Women are 42% more likely to advance to manager or above and five times more likely to advance to senior manager/director or beyond Getting to Equal 2018, Accenture (US findings)

12 FACTOR #1 FACTOR #2 FACTOR #3 Bold Leadership Gender equality must be a strategic priority for the CEO and executive leadership team Key Factors That Influence Advancement 01 A diversity target/goal is shared outside the organization 02 Gender diversity is a priority for management 03 The organization clearly states gender pay gap goals and ambitions PESA Current State Findings C-Level Gender Diversity Strategy (eg. gender workforce targets by date) 20% have C-level endorsed gender diversity strategies Gender Diversity Study 2018, prepared for PESA by Accenture Getting to Equal 2018, Accenture

13 FACTOR #1 FACTOR #2 FACTOR #3 Comprehensive Action Workplace policies and programs must be created and supported to drive gender equality Key Factors That Influence Advancement 01 Progress has been made in attracting, retaining, and progressing women 02 The company has a women s network 03 The company has a women s network open also to men 04 Men are encouraged to take parental leave PESA Current State Findings Fully Paid Parental Leave 34% offer 6 or more weeks of paid primary caregiver parental leave Women in Mentorship/ Sponsorship Programs (eg. leadership development; coaching) 14% offer mentorship programs and actively track female participation Gender Diversity Study 2018, prepared for PESA by Accenture Getting to Equal 2018, Accenture

14 FACTOR #1 FACTOR #2 FACTOR #3 Empowering Environment Companies must empower and trust their employees, allowing them to be themselves at work Key Factors That Influence Advancement 01 Employees have never been asked to change appearance to conform to company culture 02 Employees have the freedom to be creative and innovative 03 Virtual/ remote working is widely available and is common practice 04 The organization provides training that keeps skills relevant 05 Employees can avoid overseas/ long distance travel via virtual meetings 06 Employees can work from home on a day when they have a personal commitment 07 Employees are comfortable reporting sexual discrimination/ harassment incident(s) to company Getting to Equal 2018, Accenture

15 FACTOR #1 FACTOR #2 FACTOR #3 Empowering Environment Companies must empower and trust their employees, allowing them to be themselves at work PESA Current State Findings Flexible Work Programs (telecommuting, 9/80s, Job-sharing) 60% offer basic flexible work programs, such as telecommuting Dependent Back-up Care (e.g., emergency childcare, eldercare) 0% of companies offer subsidized dependent back-up care or partner with a provider of accessible back-up care options Diversity & Inclusion Learning & Dev. Programs (e.g., unconscious bias training) 31% offer learning & development initiatives targeted at inclusion & diversity Gender Diversity Study 2018, prepared for PESA by Accenture

16 Where do we go from here? INCREASE OUR UNDERSTANDING Encourage more PESA members to participate & supplement baseline findings with qualitative interviews of executives and surveys to industry men and women. DEVELOP PESA SPECIFIC RECOMMENDATIONS Develop specific recommendations & PESA programs to advance a greater number of qualified women into leadership positions within the oilfield service and supply sector of Oil & Gas. EXPLORE ADDITIONAL FACETS OF DIVERSE WORKPLACES Overtime, expand beyond gender diversity to other topics of Diversity & Inclusion such as race, nationality, age, and linkage to important topics such as digital innovation and safety cultures.

17 Appendix

18 SURVEY FINDINGS: WORKFORCE COMPOSITION GLOBAL USA Total 16% 84% 16% 84% Overall Technical Operations Roles 9% 91% 8% 92% Support Roles 34% 66% 31% 69% Companies > 1000 employees Total Technical Operations Roles Support Roles 16% 9% 34% 84% 91% 66% 16% 8% 31% 84% 92% 69% Companies < 1000 employees Total Technical Operations Roles Support Roles 21% 12% 36% 79% 88% 64% 22% 10% 36% 78% 90% 64% PESA Gender Diversity Study 2018, prepared for PESA by Accenture NOTES: 36 Respondent Companies Total (35 USA) Technical Operations Roles Engineering, Field, Research, Etc. Support IT, HR, Legal, Finance, Etc.

19 SURVEY FINDINGS: RECRUITMENT GLOBAL USA Total 17% 83% 16% 84% Overall Entry-Level 19% 81% 15% 85% Experienced Hire 15% 85% 18% 82% Companies > 1000 employees Total Entry-Level Experienced Hire 17% 19% 15% 83% 81% 85% 16% 15% 18% 84% 85% 82% Companies < 1000 employees Total Entry-Level Experienced Hire 17% 20% 15% 83% 80% 85% 13% 15% 12% 87% 85% 88% PESA Gender Diversity Study 2018, prepared for PESA by Accenture NOTES: 36 Respondent Companies Total (35 USA)

20 80 TH PERCENTILE SURVEY FINDINGS: WOMEN IN LEADERSHIP Ranking of Company Responses High to Low % Women Emerging & Senior Leaders % Women Top Leaders Support Functions USA Only 4 companies did not provide responses USA Only 2 companies did not provide responses Technical Operations USA Only 4 companies did not provide responses USA Only 4 companies did not provide responses PESA Gender Diversity Study 2018, prepared for PESA by Accenture NOTES: 36 Respondent Companies Total (35 USA) Emerging & Senior = First Line and Middle/Upper Management; Top = Highest-Ranking Executives

21 SURVEY FINDINGS: OUTFLOW & RETENTION STRATEGY USA SPECIFIC OUTFLOW OF WOMEN STRATEGY & PROGRAMS Company Size <1000 >1000 Overall % of Companies Who Monitor Outflow Paid Parental Leave 1 47% 25% 34% 51% do not track Top Reasons Identified Lack of flexible work programs (work/life balance) Perception of better career prospects elsewhere Flexible Work Dependent Back-up Care Sponsorship / Mentorship Programs 73% 0% 13% 50% 0% 15% 60% 0% 14% Lack of advocacy and sponsorship Diversity & Inclusion Learning & Development Initiatives 13% 45% 31% Do Not Monitor Outflows Monitor Outflows C-Level Diversity Strategy 13% 25% 20% PESA Gender Diversity Study 2018, prepared for PESA by Accenture NOTES: 36 Respondent Companies Total (35 USA) 1. 6 weeks fully paid

22 ABOUT THE RESEARCH 36 Total Companies Participating 16 <1000 Total Employee Headcount 20 >1000 Total Employee Headcount 249,226 Combined Employee Headcount 102,553 US Headcount 146,713 Rest of World Headcount 29,286 Combined 2017 Recruits 16,171 Total US Recruits 62% Entry-Level US Recruits 22 Reported Non-US Employee Headcount Gender Diversity Study 2018, prepared for PESA by Accenture NOTES: PESA contacted over 200 sector companies during February-April 2018, of which 36 responded, representing 250,000 men and women in the sector

23 ABOUT PESA The Petroleum Equipment & Services Association (PESA) is the unified voice for the energy industry s service, supply and manufacturing organizations, advocating for and supporting this sector s achievements in job creation, technological innovation, and economic stability. PESA is a trusted resource, advancing member priorities on key industry issues. Vision: To promote the oilfield service and supply sector of the energy industry and provide our membership with opportunities to network, elevate issues critical to their businesses and effectively train their workforce. Within PESA there are 16 committees working to advance PESA s mission. ABOUT ACCENTURE Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialized skills across more than 40 industries and all business functions underpinned by the world s largest delivery network Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With approximately 442,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives. Visit us at ACCENTURE STRATEGY Accenture Strategy operates at the intersection of business and technology. We bring together our capabilities in business, technology, operations and function strategy to help our clients envision and execute industry-specific strategies that support enterprise wide transformation. Our focus on issues related to digital disruption, competitiveness, global operating models, talent and leadership help drive both efficiencies and growth. For more information, or visit